Gestión de Churning de Recursos Humanos y su Articulación con las Políticas Organizacionales
Gestión de Churning de Recursos Humanos y su Articulación con las Políticas Organizacionales
DOI:
https://doi.org/10.47456/simbitica.v10i1.38620Keywords:
human resources policies, churning, theoretical-methodological model, content analysisAbstract
El presente estudio cualitativo fue posible gracias a la participación de varias organizaciones, de varias dimensiones y de diferentes sectores de actividad localizadas en Portugal. A través de entrevistas semiestructuradas se pretendió abordar a directores de recursos humanos, con el fin de obtener información relevante para el análisis del tema objeto de estudio. Teniendo en cuenta la revisión bibliográfica realizada, surgió la siguiente pregunta de investigación "¿Cuál es la influencia que tienen las políticas de recursos humanos en el churning?", habiendo establecido como objetivo general: el análisis de la influencia que tienen las políticas de recursos humanos en el churning, y proponiendo como objetivo específico: la elaboración de un modelo teórico-metodológico del churning. Una vez realizado el análisis de contenido fue posible afirmar que las políticas de recursos humanos, a las que todas las organizaciones involucradas deberían dar prioridad, están relacionadas con el salario, la progresión profesional, el desarrollo de competencias, los horarios y el liderazgo. Estas variables ejercen una influencia directa en la rotación de los recursos humanos.
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